Since a contract exists even if nothing is written down, it`s a good idea to write down everything your employer says about your rights at work and what you`ve agreed to orally. As readers will know, if there has been an oral agreement to hire someone, the employer cannot simply enter into a written contract without offering a new consideration. This idea that an unsigned agreement is enforceable is therefore not unrelated to the employment relationship. The reality is that many employees take advantage of the fact that oral agreements – or agreements based on an exchange of electronic messages or other communications – are binding. In many cases where employees claim that they should not be respected by the agreement they have signed, the argument is that an oral agreement has already been reached. It is not always easy to know if someone agrees to be legally bound. However, in this case, both parties are serious about their agreement. There is a departure date for employment. The rate of pay has been set.

There are no essential details to work out before Sam can start his new job. It is therefore likely that, in this situation, tom and Sam both intend to be legally bound by their agreement. Employees must sign and date the employment contract and return it with a copy kept by the company to keep it and a copy provided to employees. It is also a good idea for contractual changes to be documented and signed by staff. These documents, which reflect the contractual changes, should then be annexed to the original employment contract. This last point can obviously be more difficult to prove; This does not mean that an oral agreement is not legally binding – it simply means that it can be difficult to implement from a convincing point of view. To their surprise, they then receive a petition and find that the same person is prosecuting them for unlawful dismissal. The employer thought it had a binding agreement with the former employee, but did it? Some may say that “an oral agreement is not an agreement at all”; But this is imprecise, especially in the context of employment. An oral agreement is as binding as a written contract – the difference is that the conditions are difficult to prove. Sometimes oral contracts are to the advantage of employees, sometimes to their detriment. However, if you are an employer, a properly developed employment contract is essential. If you have been employed by the same employer with a number of short-term contracts, these are added together to ensure “continuity of employment”..

. . .